An in- depth look at aspects of industrial relations with special reference to the effectiveness of mediation and arbitration between parties.
Written in 2001; 3,780 words; 22 sources; $ 104.95
Paper Summary:
This essay describes conflict resolution with specific reference to third party intervention (in the form of mediation and arbitration). In addition, it argues that third party intervention is not a simple, objective technique that can solve any conflict situation, but that in essence, the effect of third party intervention (such as mediation and arbitration) is dependant on many different psychological processes. These psychological processes are examined. Finally, the essay views the effectiveness of third party intervention in the South African context. In doing the above, the essay defines certain processes such as conflict, mediation, arbitration and third party intervention.
From the Paper:
"According to Erasmus et al, conflict is an extremely complex phenomenon that can be caused by many different sources (such as two parties competing for the same job or two parties having differing value systems or ideologies). In order to effectively manage conflict, it is necessary to identify the actual causes of the conflict (Erasmus et al, 1992). In addition, conflict can arise in virtually any social setting and it can be between or within nations, organizations, groups or individuals (Rubin, 1994).There are four different classifications of organizational conflict given by Erasmus et al. These are intrapersonal conflict, (conflict that occurs within the individual due to tasks, roles and interests which do not match the individual's expertise), interpersonal conflict (conflict between two individuals), intragroup conflict (conflict among the members of the same group), and intergroup conflict (conflict between two groups, such as between a trade union and management) (Erasmus, et al, 1992)."
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